Team IT: Recruiters to the rescue

By Reena Jana, InfoWorld |  Career

Technical manager recruit informally

In-house recruiters also work with IT managers to utilize every recruitment
opportunity. Russell Klosk, interim director of recruiting at Blueprint, must. The
three-year-old company currently has 56 staff members, more than twice the number of
employees it had in October 1999. Blueprint plans to have a staff of 70 to 85 by the
end of 2000.

In July, Klosk wrote and circulated a high-level recruiting memo for technical
managers to e-mail informally to colleagues for the purpose of advertising the company
and leverage their personal contacts. Klosk hopes that the informal memo will be passed
along by these contacts to someone looking for a new job. The memo consists of
rewritten formal job specifications for the company's always-in-demand position of
senior software architect experienced in a variety of computer languages and codes. The
memo isn't like the usual job posting; it goes out minus the human resources
jargon. "It's nothing fancy or glossy, just a means to help brand the company," Klosk
says. "It also gets the technical managers and other hiring managers involved."

Recruiters move up the corporate ranks

With IT staffing a huge bottom-line issue, recruiters hold a new star status. Brian
Hunt, vice president of corporate development and recruiting at New York-based
Clickthebutton.com, a price-comparison Web site, is considered part of the company's
management team.

Hunt acts like any other dot-com executive. He works long hours and eats lunch at
his desk, and both practices give him good insight into the corporate culture. Recently
the exec made an unusual, albeit small, move. His desk used to be in the corner. Now
the exec-recruiter sits smack-dab in the middle of the officce's loft space. He also
attends weekly meetings with department heads to prioritize hires.

It's all part of a plan to give him the recruiting edge. "How else could I
understand the company at present and the company in the future? Being so available
will ultimately result in selecting people well," Hunt says.

Hunt isn't alone in the long hours. Unisys' Schebella is no clock-watcher. "I'm not
a nine-to-fiver," she says. "I'm available all the time because IT recruiting these
days is done on a daily basis and has a sense of urgency to it. So I'm in constant
communication with what I call my 'triangle' -- the candidates, the customers, and the
clients. I understand the IT environment; I'm a mediator, not an administrator. My job,
as I see it, is to help Unisys grow."

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